You already sourced the CVs. HaiTalent ranks the ZIP against the job description in minutes — so recruiters stop reading every file by hand.
Job boards find people. They do not tell you who actually matches the JD. After a Naukri, LinkedIn Recruiter, or Indeed download, most teams still open PDFs one by one, skim for keywords, and dump “maybes” into a spreadsheet. That is where time-to-submit dies.
HaiTalent is the layer after download: one ZIP, one JD, a ranked shortlist with skill gaps and interview questions. You keep Naukri and LinkedIn. You stop treating screening as reading.
Search Naukri, LinkedIn, or Indeed. Export matching profiles as a ZIP or a folder of PDF/DOCX files. Do not rewrite Boolean just to filter files you already have.
Drop the client JD or internal requisition into HaiTalent. The AI extracts must-haves, experience, and skills — including technical stacks a non-technical recruiter would otherwise miss.
HaiTalent parses every resume and scores each candidate independently against the JD. It does not rank people against each other, and it is instructed to ignore PII so names and demographics are not the score.
Open match %, explicit skill gaps, and screening questions. A human decides who advances. Do not auto-reject from an AI score. Keep strong runners-up in Talent Pool instead of losing them in email.
Need more people than the ZIP contains? Search 750,000+ KudosWall resumes (select India cities) from the same JD — Talent Discovery, not another Boolean string.
Download a ZIP of CVs, paste the JD in HaiTalent, upload once, and review the ranked shortlist. That is the whole screening step.
No. Keep sourcing where you source. HaiTalent ranks the files you already downloaded.
No. Boolean is for finding people. After you have the ZIP, AI matching against the JD replaces keyword strings.
No. Screen ZIPs without an ATS. Zoho Recruit is live if you use one; Keka, BambooHR, Workday, Lever, and Greenhouse are integration-ready.